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5 Myths About Working with Millennials in Sales (Debunked!)

myths about working with millennials in sales

Abstract: Society has no scarcity of opinions on the distinctive office habits of Millennials. The gross sales world is not any totally different, however lots of these stereotypes miss what makes Millennials shine with regards to forging connections and shutting offers.

For years, the gross sales world has heard infinite tales about Millennials and what makes them tick. Let’s be trustworthy: We’ve in all probability shaped opinions and allow them to shift into stereotypes with out a lot firsthand expertise.

Nicely, these stereotypes have real-life penalties on gross sales groups.

By 2020, Millennials will make up 50% of the workforce. It’s time for gross sales leaders to forged apart the stereotypes and take a tough take a look at Millennial motivations, strengths, and shortcomings. Attracting and galvanizing prime gross sales expertise will rely upon it.

So how do you maximize the effectiveness of Millennials in your gross sales staff? Let’s begin by debunking a number of of the extra prevalent Millennial myths.

5 Myths About Millennials We Disagree With

  1. Millennials change gross sales jobs shortly.
  2. Millennials don’t know the distinction between an actual relationship and faux rapport.
  3. Millennials aren’t prepared to work exhausting.
  4. Millennials have unrealistic expectations.
  5. Millennials problem authority.

Fable 1: Millennials change gross sales jobs shortly

When Child Boomers entered the workforce, the prevailing knowledge was that staff who have been loyal to their corporations would earn extra, advance to higher-level positions, and reap 401(okay) or pension rewards.

Viewing Millennials via this lens, Boomers and Era Xers accuse the youthful era of job-hopping in an try to seek out shortcuts to success as an alternative of paying their dues.

The reality: The turnover for gross sales employees is notoriously excessive throughout the sector. Some estimates report gross sales turnover price as excessive as 34.7% per yr.

Gross sales burnout has all the time been an issue within the business, nevertheless it’s gotten worse. In line with a 2018 report by The Bridge Group, the typical tenure for a gross sales rep is down to at least one and a half years—and that features ramp-up and onboarding timeframes.

Regardless of the difficulty with retention, there’s no proof that Millennials are job-hopping greater than another era. The truth is, when controlling for different variables, Millennials have a tendency to remain in jobs longer than different generations did throughout this time of their lives.

In response to a research by Pew Analysis Middle, when in comparison with Gen Xers on the similar age, the share of Millennials staying with their employers for 13 or extra months is barely greater.

Fantasy 2: Millennials don’t know the distinction between an actual relationship and faux rapport

Different generations see the best way Millennials join with individuals as pretend or inauthentic, particularly in terms of speaking by way of technology-based channels.

As digital natives, Millennials are snug utilizing know-how as a self-expression. Different generations may write off the best way Millennials construct relationships with leads, however that’s a mistake.

The reality: Gross sales leaders miss the forest for the timber as they contemplate how Millennials construct their pipeline. We have a tendency to listen to concerning the draw back of rising up related, however in gross sales, being related to many potential consumers and clients is the purpose.

Millennials really feel snug sharing intimate particulars and private tales. Due to their transparency, Millennials typically have a pure mindset that balances attraction and promotion with regards to constructing pipelines and shutting enterprise.

The truth is, Millennials are a number of the greatest social sellers.

As well as, Millennials’ consolation with mass communication helps bridge gaps and appeal to prospects within the gross sales funnel. As they push out content material on social, in weblog posts, and on-line, Millennial gross sales reps have a tendency to succeed in broader audiences.

Their connectivity can erase the space between consumers and sellers. Up to now, having to construct a buyer base one individual at a time—whether or not by way of dialog, e-mail, or a seminar—was labor-intensive and time-consuming. Now, the power to push out content material that resonates with consumers significantly will increase the world a vendor can cowl.

Fable three: Millennials aren’t prepared to work exhausting

Millennials are extra possible than different generations in gross sales to spend time on social media, work odd hours, and automate gross sales processes. Different generations typically misread that conduct to imply that Millennials aren’t in a position or prepared to work exhausting.

Millennials can get a nasty rep for taking shortcuts in constructing rapport with leads or slicing corners within the gross sales course of.

The reality: Once I consider Millennial gross sales reps, I’m reminded of my pal and colleague, a particularly profitable gross sales government for a $56 million pharmaceutical enterprise. Once I requested her for the key to her success, she informed me it was “being lazy.”

She wasn’t being humorous or self-deprecating; what she actually meant was that she continuously discovered methods to work smarter, not more durable.

She had a eager sense of which actions generated income and which have been administrative. She designed the gross sales course of for her workforce so it was crammed with as a lot revenue-generating time as attainable.

That is how Millennials strategy the gross sales course of. They make the most of instruments, assets, and know-how to work smarter and extra effectively — however they don’t choose out of onerous work.

They combine know-how successfully, use it to their benefit, and automate as many processes as potential. Their CRMs are strong, clear, and arranged. They depend on knowledge to make smarter selections, they usually optimize the time and power they spend on leads.

Even when it doesn’t appear to be the identical sort of work carried out by different generations, Millennials are placing in elbow grease.

RELATED: Millennial Males with No Levels: Come Work in Gross sales

Fable four: Millennials have unrealistic expectations of profession development in gross sales.

Older generations assume Millennials consider they deserve promotions, rewards, and advantages with out working onerous for them.

As we’ve already talked about, different generations anticipated to work on the similar firm, be affected person, and watch for alternative. When Millennials push for development, it might come throughout as grasping or entitled to different generations.

The reality: The primary Millennials entered the workforce on the peak of the Nice Recession. Many had firsthand expertise with “final in, first out” layoffs early of their careers.

It was a impolite awakening to a brand new and sobering actuality: The unstated social contract that onerous work and endurance can be rewarded merely isn’t true anymore.

In reality, employment instability could possibly be what attracted unbiased Millennials to gross sales to start with. A profession in gross sales lets them management their very own destinies, schedules, salaries, and rewards to some extent.

Past the promise of autonomy and respectable wages, gross sales groups have a bonus with regards to interesting to this Millennial urge for food for profession development.

Beginning with entry-level positions, success in gross sales is predicated on assembly your numbers. By structuring quotas, rewards, and developments with shorter intervals of measurement, gross sales groups can align with Millennial expectations whereas engaging in organizational goals.

Employers should acknowledge these preferences and issue them into how they outline roles and profession paths. Coaching packages that transcend tips on how to do your present job to embody alternatives to construct expertise for future roles may also help you retain Millennials engaged and motivated.

Fantasy 5: Millennials problem authority.

Boomers and Gen Xers may really feel uncomfortable with Millennials’ tendency to ask questions or supply enter on issues that technically are past their outlined roles––deciphering it as disrespectful.

Millennials may be seen as pushy or immodest, particularly with regards to know-how or tradition.

The reality: Millennials got here of age in a world the place credibility comes from casual authority and experience—not formal titles. Rising up with social media additionally inspired a perception that it’s necessary and helpful to share one’s opinions.

Millennials search collaborative environments the place they will contribute and see the influence of their work. On gross sales groups, it may be awkward for different generations to have Millennials problem or query concepts. Nevertheless, Millennials really are snug questioning concepts, utilizing know-how to analysis, and arriving at a greater answer.

Their intentions are sometimes real. Gross sales managers ought to view this suggestions as a problem to be higher, particularly in relation to the gross sales course of or implementing new know-how.

Your experience gained’t be mechanically accepted merely due to your tenure or title. By partaking within the dialogue prompted by your Millennial co-workers, the complete workforce can step up its recreation to remain present on expertise, study new methods of monitoring buyer relationship administration knowledge, or combine processes to succeed in totally different markets.

The Dos and Don’ts of Main Millennials in Gross sales

How do you’re employed with Millennials in gross sales? Listed here are some dos and don’ts to remember.

Do: Embrace Flexibility

Millennials view “productiveness” as “the work they full.” Due to their technological proficiency, they don’t have to be in an workplace to get that work accomplished—and work doesn’t need to occur from 9 a.m. to five p.m.

What’s extra necessary is that Millennial sellers meet the expectations of shopper communications. In truth, 74% anticipate their employers to supply this type of flexibility. Ship the pliability Millennials demand, and decide gross sales efficiency accordingly.

Do: Give Clear Suggestions—Extra Typically

Get snug delivering extra frequent suggestions. Work with the Millennials in your staff to determine incremental aims, and be ready to debate progress frequently.

Supply to make use of a mixture of communication channels—e mail, textual content, telephone calls, and in-person chats—to attach.

Don’t: Dismiss Their Technological Savvy When Constructing Pipelines

Being related to know-how and utilizing it for self-expression is like respiration for Millennials. They’re snug being themselves in each work and private environments.

Their prospects and shoppers are probably Millennials, too. Their authenticity and use of digital instruments will appeal to like-minded individuals.

RELATED: 32 Omnichannel Know-how Instruments to Promote Anyplace, All of the Time

Don’t: Fail to Join Which means to Work

Millennials need their work to be about greater than a paycheck. They need to make a distinction on the earth round them. Greater than 90% of Millennials need to join their talents to a trigger.

Create alternatives for workers to provide again, similar to company-wide service days. It might sound minor, however these small gestures make a distinction. Staff who see their work as having a constructive influence are 3 times extra engaged and productive.

The Backside Line

In a multigenerational workforce, everybody has a unique perspective. Celebrating these variations (and never pushing individuals to evolve) isn’t all the time straightforward. However a bit of little bit of endurance is properly well worth the effort—notably in gross sales—as a result of it helps your staff higher perceive and talk with potential shoppers throughout generations.

What are you studying from the Millennials in your group? I’m concerned about listening to the way you’re adapting your management fashion to satisfy their wants.

Concerning the writer

Tracey Wik

Tracey Wik is the president of expertise and group effectiveness for GrowthPlay. Tracey has labored with leaders for over 20 years to assist them perceive that expertise is crucial factor they handle from a enterprise perspective. By making use of research-based expertise analytics and arduous information, Tracey and GrowthPlay assist leaders perceive the expertise they’ve and how you can get hold of the expertise they want.

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